The link shown below provides information on HIPPAA and the requirement to store employee medical & confidential items separate from documents in the employees general file. This needs to be a standard feature of HUB and should be implemented as soon as possible.
(An excerpt from this link is pasted below for your reference)
"RECORDS TO BE MAINTAINED SEPARATE FROM THE PERSONNEL FILE
Certain employee records should be kept separate from an employee's personnel file to protect the privacy rights of employees and to insulate employers from liability. This includes the following types of records:
Medical. The Americans with Disabilities Act (ADA) requires that employee medical records be maintained confidentially and separate from an employee's general personnel file. This includes employee medical exams, disability benefits claim forms, notes from doctors, requests for Family and Medical Leave Act (FMLA) leave, requests for ADA accommodations, worker's compensation history, claims and related documents, fitness-for-duty results, functional capacity assessments, referrals concerning an employee's participation in the company's employee assistance program, results of drug/alcohol tests, reimbursement requests for medical expenses, health-related information about an employee's family members, and any documentation about past or present health, medical condition, or disabilities. This file would also contain health insurance enrollment, continuation forms and COBRA notices.
Credit information. Consumer-related credit information, credit reports, and personal or financial data should be maintained confidentially to comply with the Fair Credit Reporting Act (FCRA) of 1969.
Immigration forms. Form I-9 and supporting documents confirming employment eligibility are kept separate for confidentiality and to facilitate inspection if subject to a government audit.
Documents related to complaints and investigations. These include internal claims, government agency claims and documents related to lawsuits, which are to be kept on file until the claim or other litigation is fully resolved."